Employment Law News, Information, and Events

What’s New?

Federal

Make sure your labor law posters are compliant for 2023 Click Here for More Information

Washington State

Equal Pay and Opportunities Act 5761 Effective 1/1/2023.

1. All employers with 15 or more employees in Washington State must disclose a wage or salary range and a general description of benefits and other compensation for job posts, ads, transfers, and internal promotions.

2. Employers must provide equal compensation to similarly employed workers except for some specific reasons not related to gender.

HR Day on the Hill January 26, 2024 Recap and Recent Updates

As many of you can attest from our recent SHRM Day on the Hill our Washington Legislature been busy drafting, considering, debating and adopting a number of new laws that will impact HR professionals and employers in our state. Here are the highlights…. Read more >

Local

City of Seattle Minimum Wage

For Large Employers (501 or more employees) it is $18.69/hr. For Smaller Employers (500 or fewer employees) it is $18.69/hr. or $16.50/hr. depending on the employer's medical benefits contributions and/or employee hourly tips. For more information see the link: https://www.seattle.gov/laborstandards/ordinances/minimum-wage

The City of Seattle made permanent the temporary PSST measure enacted in 2020 that gig workers will accrue one sick day for every 30 days of work. It was passed on Tuesday 3/28/23 by a vote of 9-0

Guest Column

HR Day on the Hill Recap. January 27, 2023, From Jennifer Berry, Attorney at Ogden Murphy Wallace P.L.L.C.

Washington SHRM’s Day on the Hill served as a reminder of significant changes for Washington employers in 2022 and forecasted new changes—including revisions to the Paid Family Leave Act and federal non-compete rules. Here are the top things employers should do and look for in 2023:

1.     To comply with RCW 49.44.211, update employment agreements, independent contractor, non-disclosure, and settlement agreements to allow disclosure of information reasonably believed to relate to discrimination, harassment, sexual harassment or assault, wage and hour violations, or violations of public policy. * Note high penalties for noncompliant agreements created after June 9, 2022. Prohibited provisions in agreements created before June 9, 2022 may not be enforced, except for settlement agreements.

2.     To comply with RCW 49.58.110, employers with 15+ employees must add descriptions of pay ranges and benefits/other compensation to job postings recruiting Washington residents. Also – conduct an internal pay equity analysis. 

3.     Watch Washington Senate Bill 5586 which would allow ESD to share more information with employers about employees’ PFML applications. In the meantime, revise leave policies to require that employees inform their employer in writing about their intent to take foreseeable leave, the anticipated timing and duration.

4.     Review mandatory arbitration agreements to ensure they do not limit statutes of limitations; exclude claims of sexual harassment and sexual assault from mandatory arbitration or class waiver.

5.     Watch for updates to Federal Trade Commission rulemaking on non-compete agreements, which could deem all non-competes unlawful--regardless of industry or compensation level--except in the context of the sale of a business or franchise agreements.

 If you want to submit content to be considered for a future column please send your column and bio to Sal Canino Legislative Committee Chair sal.canino@skytopstaffing.com